kotters and schlesinger overcoming resistance

• kotters & schlesinger's overcoming resistance to change

  *solutions to overcome resistance to change
• education and communication


  *raise awareness of reasons for change and how it'll be carried out, providing more accurate information
• education and communication method

  *discussions, presentations and reports aiming to communicate reasons for planned change and identify benefits for business and individuals

  *may take time to convince people
• participation and involvement


  *involving key stakeholders in design and implementation of change

  *if they participate, they feel more involved as they have more sense of ownership and their ideas form part of change
• facilitation and support


  *helping employees deal with the fear of change, supporting them to have the skills and resources they need to cope with change, so they can accept it
• facilitation and support method

  *listening to concerns of workforce by holding regular meetings

  *support groups - helps workers overcome anxiety

  *provide training for workers who will require new skills
• negotiation and agreement


  *allowing workers to negotiate/bargain and compromise to find full agreement

  *change may be slightly different (possibly better) than originally intended
• negotiation and agreement method

  *financial/non-financial incentives may be required to obtain full acceptance of change

  *if full agreement cannot be made voluntary redundancy or early retirement can be offered
• manipulation and co-option


  *offering rewards to win over key influential people who then get others to agree to change
• manipulation and co-option method

  *providing manipulated info about change (eg exaggerate extent of financial crisis and state there's no other option)

  *giving employee resisting change a desirable role in decision-making process

  *if its found out that information was manipulated, there could be a loss of trust
• explicit and implicit coercion


  *if other methods are not successful/possible, change may be forced

  *over time workers should change their behaviour and come to accept the change if it proves successful
• explicit and implicit coercion method

  *redundancies

  *losing out on promotion opportunities

  *transfers to other departments